Employment-at-Will
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Employment-at-Will
Wendy Lessard
October, 19, 2015
HRM/546
James Rambeau
Employment-at-Will
Employment-at-will is described as two parties, employer and employee, agreeing to a relationship where either party may terminate the relationship at any time for any reason (Bennett-Alexander & Hartman, 2007). Employers will hire either employees or independent contractors for specific tasks, however, there are limitations when terminating the relationship. The independent contractor is treated differently from an employee based on many factors that separate the two, however, both work for the employer.
Employment-at-Will
The organization, Kmart, will search for applicants through various methods to expand its’ pool of applicants. In each advertisement, Kmart expresses that it is an Equal Opportunity Employer and will not discriminate against age, race, gender, disability, etc. The employer will encourage a two week notice before the employee terminates the relationship. Failure to do so will affect the employees’ eligibility to reapply. These facts are made known to the employee at the beginning and proper documentation is signed for acknowledgement.
When entering the employment-at-will relationship, the employee/employer can terminate the relationship at any time for any reason. There are limitations for the employer, such as, the employer cannot terminate the employee based on public policy, breach of implied covenant of good faith and dealing, and constructive discharge to name a few. Public policy prevents the employee from termination for fulfilling a civic duty. Implied covenant of good faith and duty is the belief that the employee will not be denied his time and money. Constructive discharge is when the employer behaves in a way that it forces the employee to terminate the relationship.
Kmart states that they will not prevent the employee from performing his or her civil duty, will not withhold unused paid time, or the employee’s IRA at the...
Wendy Lessard
October, 19, 2015
HRM/546
James Rambeau
Employment-at-Will
Employment-at-will is described as two parties, employer and employee, agreeing to a relationship where either party may terminate the relationship at any time for any reason (Bennett-Alexander & Hartman, 2007). Employers will hire either employees or independent contractors for specific tasks, however, there are limitations when terminating the relationship. The independent contractor is treated differently from an employee based on many factors that separate the two, however, both work for the employer.
Employment-at-Will
The organization, Kmart, will search for applicants through various methods to expand its’ pool of applicants. In each advertisement, Kmart expresses that it is an Equal Opportunity Employer and will not discriminate against age, race, gender, disability, etc. The employer will encourage a two week notice before the employee terminates the relationship. Failure to do so will affect the employees’ eligibility to reapply. These facts are made known to the employee at the beginning and proper documentation is signed for acknowledgement.
When entering the employment-at-will relationship, the employee/employer can terminate the relationship at any time for any reason. There are limitations for the employer, such as, the employer cannot terminate the employee based on public policy, breach of implied covenant of good faith and dealing, and constructive discharge to name a few. Public policy prevents the employee from termination for fulfilling a civic duty. Implied covenant of good faith and duty is the belief that the employee will not be denied his time and money. Constructive discharge is when the employer behaves in a way that it forces the employee to terminate the relationship.
Kmart states that they will not prevent the employee from performing his or her civil duty, will not withhold unused paid time, or the employee’s IRA at the...